Trauma Informed Care Organizational Self-Assessment

Purpose

The Organizational Self-Assessment for Trauma-Informed Care is intended to be a tool that will help you assess your organization’s readiness to implement a trauma-sensitive approach. Honest and candid staff responses can benefit your organization by helping to identify opportunities for program and environmental change, assist in professional development planning, and can be used to inform organizational policy change.

How to Complete the Self-Assessment

The Self-Assessment is organized into five main “domains” or areas of programming to be examined:

Leadership and Mission
Management and Supervision
Employee empowerment and work environment
Training and professional development
Staff health and wellness

Staff completing the Self-Assessment are asked to read through each item and use the scale ranging from ‘never’ to ‘always’ to evaluate the extent to which they agree that their organization incorporates each practice into daily experience. Staff members are asked to answer based on their experience over the past twelve months.

Although there is a space for your name, this is intended to be completely anonymous and you are invited to share your name only if you choose.

When you submit your completed assessment, it is delivered back to The Alvarado Group from our anonymous email, not your identifying email address. We have no way of discovering from whom the assessment is coming.

Responses to the Self-Assessment items should remain anonymous and staff should be encouraged to answer with their initial impression of the question as honestly and accurately as possible. Remember, staff members are not evaluating their individual performance, but rather, the practice of the organization as a whole.

Please complete this assessment within the next 5 days, it takes about 15-20 minutes.

There is a submit button at the very bottom of this assessment that will send your completed version to The Alvarado Group.

We will share the aggregate data from all received responses with all staff.

Organizational Self-Assessment for Trauma-Informed Care

Please complete the assessment, reading each item and rating from strongly disagree to strongly agree based on your experience in the organization over the last year. Use your initial impression: Remember you are evaluating the agency not your individual performance.

Agency/Program*
Today's Date*
MM slash DD slash YYYY
Name of Staff (optional)
First Last
Leadership and Mission
To address the impact of secondary trauma, leaders in trauma-sensitive organizations proactively integrate strategies into workplace values, operations, and practices; maintain a clear vision that supports and articulates the organization's mission; and regularly model and promote open and respectful communication. Transparency builds trust.

In answering the following questions, consider the past 12 months in your organization.
1. Leadership demonstrates a clear and decisive vision that supports and articulates the mission of the organization.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2. Leadership models, values, and promotes open, transparent and respectful communication among staff.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
3. Leadership communicates clear and specific information on decisionmaking throughout the organization (e.g., resource allocation, scheduling, deadlines, implementation of policies and procedures).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
4. Leadership proactively addresses trauma in the organization’s long term vision and strategy.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
5. Leadership recognizes and values my role within the organization.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6. Leaders model a healthy work/life balance.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7a. Leadership communicates and enforces a no-tolerance policy concerning sexual harassment.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7b. Leadership communicates and enforces a no-tolerance policy concerning workplace violence, including bullying/hazing.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7c. Leadership communicates and enforces a no-tolerance policy concerning intimate partner violence within or outside of the workplace.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7d. Leadership communicates and enforces a no-tolerance policy concerning . discrimination based on age, gender, gender identity, sexual orientation, race, religion, ability, etc.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
Management and Supervision
To fulfill their obligation to lessen the impact of secondary trauma, managers and supervisors in trauma-sensitive organizations foster supportive relationships based on inclusivity, mutual respect, and trust; promote policies and practices that lessen the negative impact of stress at work; seek out and support staff following critical or acute incidents; and conduct performance evaluations that include discussions of secondary trauma.

In answering the following questions, consider the past 12 months in your organization.
1a. My organization uses a protocol to address staff affected by clients’ acute trauma.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
1b. My organization uses a protocol to address staff affected by clients’ cumulative/chronic trauma.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
1c. My organization uses a protocol to address staff affected by organizational/administrative stress.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
1d. My organization uses a protocol to address staff affected by specific concerning behaviors (e.g., low morale, substance abuse, absenteeism).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2. My shift supervisors are readily accessible to support staff members following a critical or acute incident.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
3. I meet individually with my supervisor.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
4. Meetings with my supervisor provide a forum for addressing exposure to trauma.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
5. My supervisor reviews my job responsibilities and workload balance (e.g., variety of tasks, number of high-risk cases, call volume).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6. I am able to discuss concerns about the organization or my job with my supervisor(s) without fear of negative consequences.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7. My supervisor encourages and responds to my ideas and input.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
8. Staff meetings are highly valued as a mode of team communication and collaboration*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
9. Staff meetings are an opportunity to address topics related to secondary trauma and stress management.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
10. My supervisor takes steps to ensure that staff have access to adequate resources to perform their jobs.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
11. Staff members are provided adequate and equitable salary and benefits*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
12a. My supervisor uses a formal performance evaluation process.*
My performance evaluation includes a discussion of organizational and individual strategies to minimize risk for secondary traumatization.
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
12b. My supervisor uses a formal performance evaluation process.*
My performance evaluation includes a discussion of employee contributions to a positive work environment.
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
Employee Empowerment and Work Environment
To promote and maintain a healthy work environment, trauma-sensitive organizations foster teamwork; encourage collaboration both within and outside the organization; create formal and informal opportunities for staff to connect with one another, and offer opportunities to diversify job tasks.

In answering the following questions, consider the past 12 months in your organization.
1a. My organization provides opportunities for all staff members to provide input into the development of programs, practices, and policies.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
1b. My organization provides opportunities for all staff members to provide input into the . evaluation of programs, practices, and policies.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2. My organization shows appreciation for employee efforts in meaningful ways (e.g., public recognition, note in personnel file, promotions).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
3. My organization evaluates staff satisfaction, including job duties, organization policies, etc.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
4. When needed, my organization uses a written procedure that provides guidance for quick, effective, and confidential resolution of staff conflict*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
5. My organization shows that respect for each person is highly valued.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6. Diversity is welcomed, respected, and valued.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7. Disparaging comments and other demonstrations of disrespect are not tolerated.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
8. I experience a genuine sense of positive teamwork in my organization.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
9. My organization provides formal and informal opportunities for building a sense of community and teamwork among employees.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
10. When needed, my organization uses effective methods to address staff who are not able to contribute to a positive atmosphere or act as team players.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
11. Staff feel safe coming forward to discuss issues of workplace discrimination based on age, gender, gender identity, sexual orientation, race, religion, ability, etc.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
12. My organization encourages use of time off.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
13. My organization provides employees with a private, comfortable, and safe workspace.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
14. My organization provides opportunities for me to diversify my work tasks.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
Training and Professional Development
To strive for professional competency, capacity, and staff retention, trauma-sensitive organizations promote continuing education, professional development, and networking opportunities; provide thorough orientation and ongoing training; enable access to resources; and support staff participation in on- and offsite learning opportunities.

In answering the following questions, consider the past 12 months in your organization.
1. My organization orients new staff members to their job role and tasks*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2a. My organization provides training and education to all staff on work-related trauma and its impact on work performance.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2b. My organization provides training and education to all staff on strategies on how to address work-related stress and secondary traumatization.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
3. My organization provides onsite opportunities for training and professional development.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
4. My organization supports attendance at outside meetings and trainings.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
5. I am prepared to cover for coworkers who are absent.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6. My organization informs staff about expectations, opportunities, and steps necessary for advancement, including additional training and/or certification requirements.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7. I am encouraged to network and collaborate with coworkers and other organizations.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
Staff Health and Wellness
To maintain the health and wellness of their staff, trauma-sensitive organizations recognize links between health/wellness and staff satisfaction and productivity; devote time and resources to promoting staff well-being; encourage and provide health and wellness activities, and incorporate wellness into policies and practices.

In answering the following questions, consider the past 12 months in your organization.
1a. During the hiring & orientation of new staff, supervisors demonstrate their understanding of the risk for secondary trauma & the importance of both individual/organizational strategies to address it by asking final job applicants to articulate their own coping strategies.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
1b. During the hiring & orientation of new staff, supervisors demonstrate their understanding of the risk for secondary trauma & the importance of both individual/organizational strategies to address it by making final applicants aware of the organization’s strategies to reduce the negative impact of stress at work.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
2. My organization offers services that support individual staff members (e.g., employee assistance program, chaplain services, mental health providers).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
3. My organization provides opportunities for peers to support one another.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
4. My organization conducts exit interviews that include questions related to secondary trauma and the organization’s response.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
5. Differentiation between work and non-work hours is recognized and respected.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6a. My organization’s policies support mental health and wellness.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
6b. My organization’s policies support physical health and wellness.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
7. My organization provides wellness activities (e.g., fitness program, mindfulness/meditation, yoga, gym access).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
8. My organization encourages wellness activities (e.g., fitness program, mindfulness/meditation, yoga, gym access).*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
9. My organization sponsors debriefing and/or support sessions after major traumatic events.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
10. My organization’s policies and/or practices support family members of employees.*
- Never
- Rarely
- Sometimes
- Often
- Always
- N/A
What is one area of training that you recommend for staff in order to provide a trauma sensitive culture?*
What is one are of policy, procedure or protocol that you recommend for evaluation in your organization?*
Would you say that your organization is trauma informed, AND, practices in trauma sensitive ways?**
What is one way that your organization can improve how supported you feel in your line of work?*
What else would you like for your organizational leaders, and this consultant to know as we prepare to support you and your clients toward a fully integrated Trauma Sensitive WorkPlace?*

Trauma Informed Care Organizational Self-Assessment

Purpose

How to Complete the Self-Assessment

Organizational Self-Assessment for Trauma-Informed Care

Leadership and Mission

Management and Supervision

Employee Empowerment and Work Environment

Training and Professional Development

Staff Health and Wellness